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ARTICLE 6: TRANSFERS AND ASSIGNMENTS
ARTICLE 7: EVALUATION
6.1
Voluntary Temporary Transfer
A permanent credit unit member may
voluntarily transfer from one service unit (e.g.,
discipline and/or campus) to another, or they may divide
their duties between service units, provided the
procedures stated below are followed.
6.1.1
Procedures.
(a) If the transfer
request is initiated by the permanent credit unit member
within a three (3) week period of the posting of
potential units available (as required in 6.1.1.1 below),
the unit member may apply to the Professional Affairs
Committee (PAC) for a voluntary transfer and shall notify
the appropriate Dean (not Department Chair). (Form F
6.1). The PAC shall review the transfer request on
the basis of the criteria listed in 6.1.1.1 through
6.1.1.5 below and shall recommend (for or against the
transfer) to the supervising Vice President. The
Vice President shall make the final decision on the basis
of the criteria in 6.1.1.1 through 6.1.1.5.
(b) If the transfer
request is not initiated by the permanent credit unit
member within the three (3) week period of posting of
potential units available (as required in 6.1.1 (a)
above), the unit member may request a voluntary transfer
from the supervising Vice President, but said transfer
shall occur at management discretion.
6.1.1.1 Definition:
Voluntary Temporary Transfer. (One or Two
Semesters). A temporary vacancy shall be determined
to exist if scheduled classes/assignments have been
created for which there are no permanent credit
unit members at the time of their initial scheduling.
All of these units shall be posted under the heading of
POTENTIAL UNITS AVAILABLE, said posting to occur
simultaneously at Human Resources, the UPM office, and
the District's libraries. The posting shall be for
a period of three (3) weeks within the 175 day academic
year. Requests to fill the vacancy shall be granted
on the basis of the criteria listed in 6.1.1.1 through
6.1.1.5.
6.1.1.2 Minimum
Qualifications (majors or minors). Qualified to
perform the services required; plus Section 6.1.1.3.
6.1.1.3 Experience.
Must have taught/worked or successfully completed at
least six (6) units of upper division or graduate courses
in the discipline(s) involved in the two (2) years
preceding the transfer.
6.1.1.4 Program
Considerations. The requested transfer shall
not be approved if there is not a minimally qualified
unit member, pool applicant or emergency hire available,
at the time of the request, to replace the transferee.
6.1.1.5 Seniority.
If all the factors noted above are equal, the bargaining
unit member with the most seniority shall have preference
except as provided for in 6.3.4.
6.2
Permanent Transfer
Permanent voluntary transfers will
be provided on the basis of open competition for the
available position.
6.3
Involuntary Transfer (Form F
6.3)
A permanent credit unit member may
be involuntarily transferred from one (l) service unit
(e.g. discipline and/or campus) to another service unit
on the same campus, or they may be required to divide
their duties between campuses or service units provided
that such involuntary transfer shall not occur unless:
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6.3.1
Reasons for Transfer. It is demonstrated by the
District that there is a significant reduction in the
need for the services provided by counselors, librarians,
instructors, and other members of the bargaining unit, or
it is demonstrated by the District that there is a valid
educational need for the transfer. Upon request,
written reasons for the transfer shall be provided.
6.3.2
Assignment. When the transfer would result in
an assignment listed in Section 6.4.1. below, the unit
member involved gives his/her written permission.
6.3.3
Notice Period. The unit member to be
transferred is given notice at least twenty (20) calendar
days prior to the beginning of the semester/workyear
except in unusual circumstances due to resignation,
death, illness, accident, emergency leave, or physical
catastrophe. In addition, the unit member will be
notified seventy five (75) calendar days prior to the
beginning of the semester if his/her involuntary transfer
will result in a new preparation (new preparations are
defined in the assignments section of this contract).
The seventy five (75) day notice shall state the involved
course(s)/assignment(s) being dropped and added, and the
days, hours and locations now required by the involuntary
transfer.
6.3.4
Vacancy Consideration. A unit member
involuntarily transferred shall be given first
consideration for vacancies declared in the discipline or
service unit from which he/she was transferred.
6.3.5
Reduced Load Request. A unit member may request
a reduced load as an alternative to an involuntary
transfer.
6.4
Assignments (Form F 6.4)
A permanent/probationary unit member
may not, without his/her consent, be scheduled for the
following assignments:
6.4.1
A full assignment of three (3) days and three (3)
evenings per week, four (4) days and two (2) evenings per
week, five (5) days and one (1) evening per week, or six
(6) days with or without evenings.
6.4.2
Teaching more than three (3) consecutive lecture hours or
four (4) consecutive laboratory or combined
lecture-and-laboratory hours.
6.4.3
A split assignment between work sites on the same day
without mileage paid at the then-current approved
Internal Revenue Service rate.
6.4.4
A day assignment following an evening assignment by less
than eleven (11) hours.
6.4.5
More than three (3) new preparations in any one (1)
academic year and more than two (2) in any one (1)
semester. A new preparation is a course of two (2)
units or more which the unit member has not taught within
the previous three (3) years.
6.4.6
Prisons or jails.
6.4.7
A permanent/probationary unit member may not be assigned
without his/her consent to more evening assignments per
academic year than each of the other
permanent/probationary unit members of their
discipline(s)/service(s) (evening assignments begin on or
after
6.4.8
Contract non-FTES (fee-based) classes.
6.4.9
Teaching media courses.
6.4.10
An assignment involving an extended workyear as defined
in article 8.21.
6-2
6.4.11
To K-12 sites as described in 6.13.
6.4.12 Unit
members working in the Children’s Center shall not
be assigned without his/her consent to more than eight
(8) consecutive on-site duty hours.
6.5
District Directed Assignments (Form
F 6.5)
6.5.1
If, after consulting with the affected
permanent/probationary unit member, the District
concludes that there is no reasonable way to avoid the
assignments enumerated above, then the District may
require the unit member to perform one of the following:
6.5.1.1 A
day assignment following an evening assignment by less
than twelve (12) hours;
6.5.1.2 A
day assignment of three (3) work days plus evening
assignments on two (2) evenings without one (1) of the
evenings occurring on the same calendar day as one (1) of
the work days;
6.5.1.3 A
day assignment requiring four (4) work days and one (1)
evening if the evening assignment does not fall on one
(1) of the assigned work days.
6.6
As part of the
permanent/probationary unit member's regular load, a unit
member shall have the opportunity to apply pursuant to
Section 6.1 to teach "contract" classes offered
in the community education program subject to the
approval of the outside company or the entity contracting
for the class.
6.7
Relocation of Unit Members
Notwithstanding the negotiability
position of either party on the subject of office
reassignments, it is agreed that these guidelines will be
followed by the District for office assignments. Included
in such minimum requirements for office allocation will
be the following:
(a) Each
permanent/probationary unit member will be assigned to an
office which will be heated, ventilated, safe and secure.
(b) The District will
provide comparable and necessary office furniture.
(c) Office
reassignments will not result in a change in the level of
support services.
(d) A unit member's
pre-existing access to college facilities and equipment
will not be changed.
(e) Any unit member's
dispute that arises as a result of office assignments
will be referred to the Professional Standards Committee.
(f) Placement in
individual or group offices shall replicate the
permanent/probationary unit member's prior office
arrangements with respect to individual or group office
arrangement, or be acceptable as a new arrangement.
(g) Future
capital-building allocations shall give high priority
(immediately behind safety, structural integrity of ADA
maximizing reconfiguration of existing space) to the
creation of comparable office spaces for unit members not
otherwise placed in acceptable offices (e.g., comparable
offices).
6-3
6.8
Assignment of Temporary Credit Units
6.8.1
Definitions.
A.
Eligible Temporary Credit Unit Member (hereafter referred
to as ETCUM): Any temporary qualified unit
member who has provided service (completed assignment),
in a discipline in the District credit program (excluding
emergency hires, substitution and intersessions) and who
was paid on the Credit Salary Schedule (excluding faculty
who retired in the 1991/1992, 1992/1993, 1995/1996 or
1998 through 2000 academic years), whose eligibility is
referenced in Article 6.8.2 below.
1. For those unit
members who provided paid service (excluding substitution
and intersessions) beginning with the 1991/1992 academic
year through the Spring semester, 1993, ETCUM status was
achieved if they provided at least one semester of paid
service any time between the Fall semester, 1991 through
Spring semester, 1993 time period and if they received a
satisfactory evaluation as provided in 7.2.1.3. However,
ETCUMs shall not be denied their employment rights
provided herein as a result of not being evaluated.
Any ETCUM not evaluated in the initial academic year of
employment shall be evaluated in the subsequent academic
year in which they are employed. All evaluations
shall require a written management recommendation for
re-employment, as provided in 7.2.1.3. Any
unsatisfactory evaluation shall result in ineligibility.
In resolution of an outstanding
dispute concerning the status of emergency hires prior to
Fall 1993, the parties agree that said emergency hires
shall be placed on the ETCUM list for Fall, 1994 in
Spring, 1994 by Human Resources. This agreement
resolves the dispute and is not subject to grievance
under the provisions of the CBA.
2. As of Fall semester,
1993, any temporary qualified pool candidate who is given
a contract to provide service (excluding emergency hires,
substitution and intersessions) in the District credit
program in the discipline offering the assignment and who
was paid on the Credit Salary Schedule, must provide said
service from two complete semesters/assignments within a
two year period before achieving ETCUM status as defined
in 6.8.1.A. During the first semester of
assignment, the unit member shall be evaluated as
provided in Article 7.2.1.3 of the CBA. Eligibility
for ETCUM status requires a satisfactory written
evaluation including a management recommendation for
re-employment. Any member of the evaluation team
may request that the unit member be evaluated in the
second semester of service. If the unit member
provides two semesters of service and receives a
satisfactory written evaluation including a management
recommendation for re-employment, he/she shall achieve
ETCUM status. Any unsatisfactory evaluation shall
result in ineligibility.
B.
Temporary Credit Units: Those credit units
which are scheduled in the District credit program but
not assigned to permanent unit members.
C.
Contracts for Temporary Credit Unit Members: Contracts
issued to a temporary credit unit member on a
semester-by-semester basis contingent on the availability
of temporary units.
D.
"Equivalent Step": For the Purposes
of Ranking ETCUMs, "equivalent step" on the
salary schedule means placement on the same numerical
step of any of the columns of the salary schedule, for
example column 1 step 7 is equivalent to column 5 step 7.
E.
Temporary Qualified Pool Candidate: Anyone who
has been processed through the screening committee (as
defined in District Procedure 5.0006.1 DP.1) for the
applicable discipline and who has been given a ranking
from that committee.
6-4
F.
Emergency Hire: Anyone, who in the absence of
available ETCUMs, has been given a temporary credit
assignment in a discipline on an emergency basis (as
provided for in District Procedure 5.0006.1 DP.1) and who
has not been processed through the screening committee
for the applicable discipline. The District
shall notify the UDWC of any
temporary credit emergency hire in a discipline that
exceeds two semesters and the reasons therefor. The
Union may grieve the reasons set forth pursuant to
Article 12 of the CBA.
6.8.2
Eligibility.
A.
Ranking of ETCUMs for purposes of unit assignments shall
be determined by step placement on the Credit Salary
Schedule as defined in 6.8.1. D. In the event that
two or more ETCUMs occupy the equivalent step on the
Schedule, (excluding faculty who retired with ETCUM
status in the 1991/1992, 1992/1993, 1995/1996 or 1998
through 2000 academic years, as provided for in Articles
6.10, 6.10.1, 6.10.2) ranking shall be determined:
1.
First by the total number of units of paid credit service
in a completed assignment in the District beginning with
the Fall semester 1991 (i.e. the ETCUM with the largest
number of paid credit units shall be ranked number one).
2.
Second, in the case of a tie (excluding ties between
retired ETCUMs) ETCUMs who are members of historically
underrepresented groups in discipline areas where a
designated group (i.e. African American, Asian/Pacific
Islander, Hispanic, American Indian/Alaskan Native,
Disabled and Women) is underrepresented shall receive the
highest ranking. For purposes of this paragraph,
"underrepresented" and "discipline
areas" shall be defined by "The Staff
Availability Analysis, California Community Colleges
Goals and Timetables," as provided to the California
Community Colleges Chancellor's Office by the MCCD
Compliance Officer.)
3.
Third, if there is still a tie, rank shall be determined
by a lottery.
4.
Ties between retired ETCUMs shall be determined by a
lottery.
Should additional ETCUMs enter at a
step and rank occupied by other ETCUMs, the above
procedure shall be initiated for all ETCUMs at that step
in order to determine rank (excluding retired ETCUMs).
B.
Salary step determinations for ETCUMs shall be made
at the end of each semester and Summer session. The
salary step determination shall affect compensation for
the next semester in which the ETCUM is employed, (e.g.
Salary step determination is made at end of Fall
semester, 1992; resultant compensation is effective in
Spring semester, 1993 if ETCUM re-employed in that
semester). The salary step determination shall
affect ranking for assignment in the corresponding
semester of the next academic year, (e.g. Salary step
determination is made in Fall semester, 1992; resultant
rankings are used in making assignments for Fall
semester, 1993). Human Resources shall announce in
writing to all ETCUMs the deadline date for submitting
documents, etc. that may affect salary step
determination. All documentation must be
received by the deadline date for consideration in that
semester.
C.
The lottery (as defined in 6.8.2 A. 1., 2., 3. and 4.
above), shall be conducted once each semester after the
deadline for submission of documents, etc. that may
affect salary step placement. Human Resources shall
announce in writing to all ETCUMs affected by the
lottery, the date of the lottery.
D.
A temporary qualified pool candidate upon achieving ETCUM
status as defined in Article 6.8.1 B. shall be placed on
the ETCUM list in the applicable discipline as the lowest
ranked ETCUM on the applicable salary step. If two
or more temporary pool candidates in the same discipline
achieve ETCUM status at the same time and occupy the
equivalent step on the schedule, a mini lottery will be
conducted with those candidates to determine the ranking
amongst the lowest for assignments in the subsequent
semester. For assignments in the corresponding
semester of the next academic year, the lottery (as
defined in 6.8.2. A. 1., 2., 3. and 4. above) shall be
initiated.
6-5
E.
Beginning in the Fall semester of 1995, it shall be the
responsibility of each ETCUM to notify the District in
writing of his/ her wish to be considered for the
assignment of available temporary credit units and of the
days and times during which he/she is available to work
during the next semester. Such notification shall
be accomplished by completing the ETCUM Availability
Form (Form F 6.8.2 E.) and returning it to Human
Resources on or before February 1 for Fall semester
assignment and September 15 for Spring semester
assignment. No ETCUM shall be considered for hiring
for the next semester unless the ETCUM Availability
Form is returned by the above deadline.
A copy of the ETCUM Availability
Form shall be included with every "Temporary
Credit Contract - Offer of Employment" issued by
the District. In addition, every ETCUM who does not
receive a contract offer for the Fall 1995 semester shall
be sent by certified mail a copy of the ETCUM
Availability Form prior to September 1, 1995. Additional
forms shall be available in Human Resources.
An ETCUM who indicates that he/she
is not available for assignment in the coming semester
shall not forfeit his/her ETCUM status and by the timely
submission of an ETCUM Availability Form shall be
considered for assignment in subsequent semesters for
which he/she has ETCUM status as defined in 6.8.1.
Failure to work in a given
discipline (excluding substitution and intersession)
during two consecutive academic years shall result in the
loss of ETCUM status in that discipline.
6.8.3
Assignment of Eligible Temporary Credit Unit Members.
A.
In any discipline for which an ETCUM has been deemed
eligible (as defined in 6.8.1 A. 1. & 2.) the ETCUMs
shall in ranked order (as defined in Article 6.8.2) be
assigned all the temporary credit units in a discipline
to a minimum of 40%. No ETCUM shall be assigned
more than 60% of a full-time equivalent workload for the
academic year. In the case of units identified by
the UDWC (as provided for in 8.20 of the CBA) as follows:
"units requiring limited special skills unlikely to
be possessed by persons of more general
qualifications," the District shall not be required
to offer said units to ETCUMs who have not provided prior
paid service in the specialty units as designated by the
UDWC. The UDWC shall establish the Base Unit
Allocation (i.e., the average number of units in a
discipline assigned to and completed by temporary credit
instructors from July 1, 1991 to June 30, 1993). Any
units assigned to a discipline for temporary credit
instruction beyond the Base Unit Allocation, may be
assigned to ETCUMs or eligible temporary pool candidates
(as defined in 6.8.1 E.) qualified in that discipline,
who are members of historically underrepresented groups
(as defined in 6.8.2 A.).
B.
Individuals who qualify as ETCUMs herein are not
precluded from seeking employment in other disciplines
for which they do not qualify as ETCUMs, but for which
they are minimally qualified.
C.
ETCUMs who accept an assignment with the District shall
be offered one-semester contracts as defined in 6.8.1, C
above.
D.
Failure to work in a given discipline
(excluding substitution and intersession) during two
consecutive academic years shall result in the loss of
ETCUM status in that discipline.
6.9
Assignment of Temporary Non-Credit Units
6.9.1
Definitions.
A.
Eligible Temporary Non-Credit Unit Member (hereafter
referred to as an ETNUM): Any temporary
qualified unit member who has provided service by
completing an assignment in a specific course(s) in a
quarter, in the District non-credit program (excluding
substitution) and who was paid on the Non-Credit
Instructor Hourly Salary Schedule. Said paid
service must have occurred during the two academic years
(excluding substitution) immediately preceding the
assignment, beginning with the academic year 1991-92 and
must include a satisfactory evaluation as provided in
7.3.7 excluding faculty who retired in the 1991-
6-6
1992 academic year with ETNUM
status, as provided for in Article 6.10 of the CBA.
However, ETNUMs shall not be denied their employment
rights provided herein as a result of not being
evaluated. Any ETNUM not evaluated in the initial
academic year of employment shall be evaluated in the
subsequent academic year in which they are employed.
All evaluations shall require a written management
recommendation for re-employment, as provided in 7.3.7.
Any unsatisfactory evaluation shall result in
ineligibility.
B.
Temporary Non-Credit Hours: Those non-credit
hours which are scheduled but not assigned to permanent
unit members.
C.
Contracts for Temporary Non-Credit Unit Members: Contracts
issued to a temporary non-credit unit member for a
quarter or contract period and which are contingent on
the availability of temporary non-credit hours and a
satisfactory evaluation as provided in 7.3.7.
6.9.2
Eligibility.
A.
Ranking of ETNUMs (excluding ESL unit members on the
credit salary schedule) shall be determined by step
placement on the Non-Credit Instructor Hourly Salary
Schedule (excluding faculty who retired in the 1991-1992
academic year with ETNUM status, as provided for in
Article 6.10 of the CBA). In the event that two or
more ETNUMs occupy the same step on a schedule, ranking
shall be determined by a lottery. Should additional
ETNUMs enter at a step occupied by other ETNUMs, the
above procedure shall be initiated for all ETNUMs at that
step in order to determine rank. Ties between
faculty who retired in the 1991-1992 academic year with
ETNUM status shall be determined by a separate, one time
only, lottery.
B.
The salary step determinations for ETNUMs shall be made
at the end of each quarter. The salary step
determination shall affect compensation for the next
quarter in which the ETNUM is employed (e.g. salary step
determination is made at the end of Summer quarter, 1993;
resultant compensation is effective in Fall quarter,
1993, if ETNUM is re-employed in that quarter.
C.
The lottery as defined in 6.9.2 A. above shall be
conducted at the end of the Summer quarter, after the
salary step determinations have been made. The
Personnel Department shall announce in writing to all
ETNUMs affected by the lottery, the date of the lottery.
The rankings which result from that process shall be the
ranking for assignment for subsequent quarters.
D.
A candidate who is processed through the non-credit
screening procedures (as provided for in District
Procedures 5.0006.1 DP.1) and is given a temporary
non-credit assignment (excluding substitution shall
achieve ETNUM status and all applicable contract language
shall apply. At the time of initial hire, he/she
shall be placed on the ETNUM list as the lowest ranked
ETNUM on the applicable salary step for that course.
If two or more candidates fore the same course are hired
initially for the same quarter and occupy the equivalent
step on the Non-Credit Hourly Salary Schedule, a mini
lottery will be conducted with those candidates to
determine the ranking amongst the lowest. At the
formal lottery, as defined in 6.9.2.C. above, all ETNUMs,
including those recently hired, with equivalent salary
step, will draw for his/her ranking within that step.
Should additionally ETNUMs enter at a step occupied by
other ETNUMs, the above procedure shall be initiated for
all ETNUMs at that step in order to determine rank.
6.9.3
Assignment of Eligible Temporary Non-Credit Unit Members.
A.
In ranked order an ETNUM who has been deemed eligible (as
defined in 6.9.1, A.) shall be given first preference in
the assignment of all available temporary non-credit
hours to a minimum of 40% and not to exceed 60% of a
full-time load for the specific course(s) for which they
have had paid service as defined in 6.9.1.A. above.
B.
Individuals who qualify as ETNUMs herein are not
precluded from seeking employment in other course
assignments for which they do not qualify as ETNUMs, but
for which they are minimally qualified.
6-7
C.
ETNUMs who accept an assignment with the District shall
be offered contracts as defined in 6.9.1, C above.
6.10
Retirees in 1991/1992 - ETCUM/ETNUM Status. Permanent
unit members who retire during the academic year
1991-1992 shall immediately become Eligible Temporary
Credit Unit Members (ETCUMS) or Eligible Temporary
Non-credit Unit Members (ETNUMS) in accordance with the
provisions of Article 6.8 - 6.9.3 of the CBA and shall
retain their step and column placement on the
certificated salary schedule.
6.10.1 Retirees
in 1993 - ETCUM Status. Any permanent unit
member who retires effective May 6, 1993 through July 31,
1993 under the retirement options offered at this time
shall immediately become the senior Eligible Temporary
Credit Unit Member (ETCUM) in the discipline he/she
retires from (except for 1991-92 retirees who shall be
senior), and in accordance with the provisions of 6.8 of
the CBA. He/she shall be placed at Step 10 on the
Certificated Salary Schedule in the same column from
which he/she retired, and shall not be subject to the
lottery provisions of 6.8 of the CBA. However, if
two or more retirees occupy Step 10 in a particular
discipline, they shall be subject to a lottery amongst
themselves. If the unit member is hired for a
temporary assignment, he/she will be compensated at Step
10 on the Certificated Salary Schedule in the same column
from which he/she retired.
6.10.2 Retirees
in 1996 - ETCUM Status. Any permanent unit
member who retires between May 25 and June 30, 1996 shall
immediately become a Retired Eligible Temporary Credit
Unit Member (RETCUM) in the discipline he/she is retiring
from and in accordance with the provisions of 6.8 of the
CBA for a four year period commencing with the date of
retirement. He/she shall be placed at Step 10 on
the Certificated Salary Schedule in the same column from
which he/she retired and shall be senior to all ETCUMs
except those who retired effective 1991-92 or 1993-94,
and shall not be subject to the lottery provisions of 6.8
of the CBA. However, if two or more retirees occupy
Step 10 in a particular discipline, they shall be subject
to a lottery amongst themselves. If the unit member
is hired for a temporary assignment, he /she will be
compensated at Step 10 on the Certificated Salary
Schedule in the same column from which he/she retired.
6.10.3 Retirees
1998-2001 – ETCUM Status. Any unit member who
reties under this option shall immediately become a
Retired Eligible Temporary Credit Unit Member (RETCUM) in
the discipline he/she is retiring from and in accordance
with the provisions of 6.8 of the CBA commencing with the
date of retirement for a period not to exceed three (3)
years. He/she shall be placed at Step 14 in the same
column from which he/she retired (and will not advance on
the Certificated Salary Schedule) and shall be senior to
all ETCUMs except those who retired effective 1991-1992,
1993-1994, or 1995-1996 and shall not be subject to the
lottery provisions of 6.8 of the CBA. However, if two or
more retirees occupy the same step in a particular
discipline, they shall be subject to a lottery amongst
themselves.
6.10.4 Retirees
2002-2004 – ETCUM Status. Any permanent unit
member who retires under this option shall immediately
become a Retired Eligible Temporary Credit Unit Member
(RETCUM) in the discipline he/she is retiring from and in
accordance with the provisions of 6.8 of the CBA
commencing with the date of retirement for a period not
to exceed two (2) years. He/she shall be placed at
Step 14 in the same column from which he/she retired (and
will not advance on the Certificated Salary Schedule) and
shall be senior to all ETCUMs except those who retired
effective 1991-1992, 1993-1994 , 1995-1996, or 1998-2001
and shall not be subject to the lottery provisions of 6.8
of the CBA. However, if two or more retirees occupy
the same Step in a particular discipline, they shall be
subject to a lottery amongst themselves.
6-8
6.11
ETCUM/ETNUM/RETCUM/RETNUM - Notification to Human
Resources. Any ETCUM/ETNUM/RETCUM/RETNUM who
notifies the Personnel Department that he/she is moving
from the greater Bay Area, or who accepts full-time
employment with another entity shall be sent by Human
Resources a request to declare in writing if he/she
wishes to be considered for any future assignments.
This request will be sent by certified mail to the last
known mailing address, for response within thirty (30)
calendar days from receipt. If the
ETCUM/ETNUM/RETCUM/RETNUM does not wish to be considered
for any future assignments or does not respond within the
thirty (30) calendar day limit, his/her name shall be
removed from the applicable list(s) and he/she will no
longer have ETCUM/ ETNUM/ RETCUM/ RETNUM status. If
any ETCUM/ETNUM/RETCUM/RETNUM is deceased, his/her name
shall be automatically deleted from the applicable
list(s).
6.12
Hold Harmless and Indemnify
6.12.1
The Marin Community College District (District) as
defined in this Agreement shall hold the UPM/AFT
harmless, and shall fully and promptly reimburse UPM/AFT
for any fees, costs, charges, or penalties incurred in
responding to or defending against any claims, disputes,
or challenges, which are actually brought against the
UPM/AFT or any of its agents in connection with the
administration or enforcement of any Section of this
Agreement pertaining to Affirmative Action. Such
reimbursement shall include, but not be limited to, court
costs, litigation expense, and attorney's fees incurred
by the UPM/AFT.
6.12.2
Upon notice that the UPM/AFT is going to seek
indemnification or to be held harmless under this
provision, the District shall have the right to meet with
the UPM/AFT regarding the reasonableness and merit of any
claim, demand, suit or action for which the UPM/AFT seeks
indemnification, and shall attempt to agree whether any
such action listed in Article 6.12.1 above shall be
compromised, resisted, defended, tried, or appealed.
6.12.3
In determining whether or not such actions shall be
compromised, resisted, defended, tried or appealed, the
UPM/AFT will defer to the District's interests if the
UPM/AFT does not have a distinct and separate legal
interest in the disputed matter.
6.12.4
UPM/AFT shall not be entitled to be reimbursed for any
costs for which the District was not properly notified
and provided the opportunity to discuss as set forth
herein; nor will the UPM/AFT be entitled to any
reimbursement when the UPM/AFT's efforts in defending
against such action would be duplicative, or when UPM/AFT
does not have a separate and distinct interest to defend.
6.13
Temporary Assignments for Student Recruitment
and Enrollment
When the District uses K-12 faculty
and staff to supervise tutoring or teach basic skills
courses at the K-12 site, the following provisions shall
apply:
(a)
The assignment shall be considered a specialty course
under the current terms and conditions of the agreement.
(b)
The employee shall be hired as an "emergency
hire" subject to annual renewal and therefore,
exempted from the two semester rule in 6.8.1 (F) of the
CBA.
(c)
Employment in this category does not make the employee
eligible for ETCUM, ETNUM status. Nor are current
ETCUMs, ETNUMs, RETCUMs, RETNUMs eligible for assignment
to these positions. Nor are these positions
available to permanent/probationary unit members for
voluntary transfers or overloads.
6.14 Except for Articles 6.4.3, 6.4.10 and 6.4.12, all other provisions of Article 6 do not apply to unit members assigned to the Children’s Centers. Furthermore, unit members assigned to other disciplines shall not be assigned/transferred to the Children’s Centers.
ARTICLE 7: EVALUATION
7.0 Purpose: The purpose of faculty evaluation is to provide feedback to each unit member for the improvement of his/her professional services.
7.0.1. The private lives of unit members, including religious, political, organizational activities or sexual preference, shall not be a part of the unit member’s evaluation
7.1 Criteria for Evaluation [* denotes indices to be added to evaluation form]
IndicesInstructional Faculty(Permanent/ Probationary/Temporary) |
IndicesCounselor(Permanent/ Probationary/Temporary) |
IndicesLibrarian(Permanent/ Probationary/Temporary) |
|
7.1.1 For a given course the desired effects shall include those stated objectives in the adopted course description and any additional written objectives developed by the discipline. Where it is difficult to assess the effects of services performed, other indices, such as knowledge of the subject matter, observed competence in teaching, and fulfillment of job responsibilities may be included. Examples of indices appropriate to instructional faculty members include, but are not limited to:
7.1.1.1 Demonstrated knowledge of the subject matter being taught and of the discipline in general;
7.1.1.2 Consistent and careful planning in accordance with the official course description;
7.1.1.3 Development and use of instructional techniques which recognize individual differences in students.
7.1.1.4 Lecture or lab activities and tests reflect the official course descriptions.* |
7.1.2 Examples of indices for counselors include, but are not limited to:
7.1.2.1 Demonstrated knowledge and its application to the community college of counseling techniques, guidance tools, guidance information and resources, and current developments in counseling and guidance;
7.1.2.2 Maintaining the integrity of the counseling relationship;
7.1.2.3 Maintaining the ethical standards of the counseling profession;
7.1.2.4 Performing counseling and guidance activities;
7.1.2.5 Interaction with students is in accordance with the standards of the American Association of University Professors. *
|
7.1.3 Examples of indices for librarians include, but are not limited to:
7.1.3.1 Demonstrated knowledge of librarianship and its application to the community college;
7.1.3.2 Current and careful planning in organizing the library for the use of students and faculty;
7.1.3.3 Assisting student in learning activities;
7.1.3.4 Observing the ethical principles of the teaching and librarianship professions;
7.1.3.5 Performing other librarianship responsibilities;
7.1.3.6 Interaction with students is in accordance with the standards of the American Association of University Professors.*
|
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7.1 Criteria for Evaluation [* denotes indices to be added to evaluation form]
IndicesInstructional Faculty(Permanent/ Probationary/Temporary) |
IndicesCounselor(Permanent/ Probationary/Temporary) |
IndicesLibrarian(Permanent/ Probationary/Temporary) |
|
7.1.1.5 In class use of instructional support materials such as textbook(s), syllabi, media, handouts, etc. *
7.1.1.6 Interaction with students is in accordance with the standards of the American Association of University Professors. *
7.1.1.7 Instruction/student assignments reflect current standards in the discipline.*
7.1.1.8 Maintains currency in the field of study/ instruction.
7.1.1.9 Behavior towards students as identified in the student evaluation form of the CBA (see items #3, 5, 15, 17, 33, 34)
Each discipline will have the opportunity to recommend criteria which recognize special characteristics of the discipline.
|
7.1.2.6 Counseling reflects current standards in the discipline.*
7.1.2.7 Instruction/student assignments reflect current standards in the discipline.*
7.1.2.8 Maintains currency in the field
7.1.2.9 Behavior towards students as identified in the student evaluation form of the CBA (see items #8, 9.)
The counseling faculty shall have the opportunity to recommend criteria which recognize special characteristics of the discipline.
|
7.1.3.7 Librarianship reflects current standards in the discipline;*
7.1.3.8 Currency in the field of study/discipline.*
7.1.3.9 Behavior towards students as identified in the student evaluation form of the CBA (see items #4, 8).
The library faculty will have an opportunity to recommend criteria which recognize special characteristics of library service
|
7-2
7.1.4 Off-site Clinical/Laboratory Facility Evaluation (Permanent/Probationary/Temporary)
For faculty assigned to off-site clinical/laboratory facilities, (e.g. hospitals, childcare centers, dental offices, etc.,) off campus instruction will be part of the evaluation process. Evaluation form will be developed by the District and UPM/AFT.
7.2 Evaluation Procedures: Probationary Unit Member
7.2.1 Purpose. To provide suggestions for improvement, if any, and to determine re-employment of probationary unit members.
7.2.2 Frequency. During each year of service by a probationary unit member there shall usually be one (1) formal written evaluation. The evaluator or evaluee may request a second evaluation be made in the same academic year/workyear.
7.2.3 Content. A probationary unit member is entitled to a clear, fair, and equitable evaluation procedure. The content of the evaluator's written evaluation must be a summary of the information provided through the contractually agreed upon evaluation processes and instruments.
7.2.4 Evaluation Team Members.
a) Evaluator: Manager, named by the supervising Vice President.
b) UPM Advisor: Named by UPM/AFT to advise evaluee.
c) Evaluee: Unit member being evaluated.
7.2.5 Processes/Responsibilities of Each Team Member/Time Lines. [See Chart A]
7.3 Evaluation Procedures: Permanent Unit Member
7.3.1 Purpose. To provide suggestions for improvement, if any.
7.3.2 Frequency. Once every three (3) years (excluding leave periods) alternately through either self-evaluation (using the Professional Self-Evaluation Form) (Form F 7.0 (h)) or through the Performance Observation process (Forms F 7.0 (a), (b), (c), (d)).
7.3.2.1 Exemption. A permanent unit member on leave from the District shall be exempt from evaluation for the period of the leave.
7-3
7.3.3 Evaluation Cycle. Half of the faculty, in alphabetical order, shall begin with self-evaluation; the other half with performance observation. Said cycle began with the Fall semesters of 1991 and 1992.
7.3.4 Content. A permanent unit member is entitled to a clear, fair and equitable evaluation procedure. The content of the evaluator's written evaluation, when applicable, must be a summary of the information provided through the contractually agreed upon evaluation processes and instruments.
7.3.5 Evaluation Team Members.
a) Peer Evaluator: A qualified, permanent unit member.
b) UPM Advisor: Named by UPM/AFT to advise evaluee.
c) Evaluee: Unit member being evaluated.
d) Manager: Facilitates process and receives evaluation materials.
7.3.6. Processes/Responsibilities of Each Team Member/Time Lines. [See Chart B 1 & 2]
7.3.7 Recommendations for Individual Improvement.
(a) Evaluees who receive an evaluation that includes specific recommendations for professional improvement may with consultation from their UPM advisor, complete an agreement with the District in which they shall describe a recommended plan of action for accomplishing the required professional improvement in their performance.
(b) Should the evaluee volunteer to participate in the recommended professional improvement program, all economic costs of an agreed upon program (examples: reassigned time or overload compensation for additional hours beyond those contractually assigned in Art. VIII of the CBA, books, tuition, etc.) shall be paid by the District.
(c) Permanent unit members shall have 45 working days to reach an agreement with the District regarding the elements of their professional improvement program and indicate his/her decision to participate in the program. Permanent unit members may be represented by UPM in the negotiations required here.
7-4
7.3.8 Causes for Further Action. Except for the discovery of:
(a) immoral or unprofessional conduct;
(b) dishonesty;
(c) unsatisfactory performance;
(d) evident unfitness for service;
(e) physical or mental condition that makes the unit member unfit to instruct or associate with students;
(f) persistent violation of, or refusal to obey, the school laws of the state or reasonable regulations prescribed for the government of the
community colleges by the board of governors or by the governing board of the College;
(g) conviction of a felony or of any crime involving moral turpitude;
(h) or discovery of violations of UPM-MCCD contract provisions.
permanent unit members shall not be subject to punishment, discipline or removal from their positions for observations and or judgments made during their respective evaluations. Initial discovery of any of the aforementioned causes during the evaluation process shall be grounds for further investigation.
7.4 Evaluation Procedures: Temporary Non-Credit Unit Member. [See Chart C]
7.5 Evaluation Procedures: Community Service (fee based) Unit Member. [See Chart D]
7.6 Evaluation Procedures: Temporary Credit Unit Member. [See Chart E]
7.7 Faculty Assignments As Peer Evaluators
Unit members shall be required to serve as peer evaluators on no more than two (2) evaluation processes per academic year/workyear.
7.7.1 Failure of Peer Evaluator to Meet Evaluation Responsibilities. In the event the peer evaluator fails to initiate the evaluation procedure and/or meet the designated time lines of the evaluation by February 1, the District shall designate a management representative who shall perform the evaluation and the provisions of Article 24.9 shall apply. 7-5
7.8 Personnel Files
There shall be only one (1) personnel file for each unit member. This file shall be maintained at one (1) location in Human Resources. It shall be available for inspection by the unit member or a representative expressly authorized by the unit member upon request. Access to files shall be limited to authorized personnel and those included in Government Code Section 6250. Documents in the personnel file of a unit member which may serve as a basis for affecting the status of his/her employment shall be made available for inspection by the unit member or by a representative authorized in writing by the unit member. The unit member does not have the right to review ratings, reports, or records which were obtained prior to the employment of the unit member or as otherwise excluded by law.
7.8.1 All documents relative to a unit member's employment relationship shall be contained in the unit member's personnel file in Human Resources.
7.8.2 Contents of the personnel file shall be kept in the strictest confidence in keeping with appropriate provisions of the California Education and
Government Codes.
7.8.3 Every unit member shall have the right to inspect and inventory his/her personnel file upon request, provided that the request and inspection/inventory
are made at a time other than the unit member's assigned hours, but during normal District business hours.
7.8.4 Information of a derogatory nature shall not be entered or filed unless and until the unit member is given notice of such information and an opportunity
to review the document(s).
7.8.5 Anonymous communications or material unrelated to the unit member's professional responsibilities shall not be placed in the unit member's personnel
file.
7.8.6 A unit member shall have the right to have attached to any derogatory statement, the unit member's written comments. Review shall take place during
normal business hours, and a non-instructional unit member shall be released from assigned hours for this purpose without salary reduction.
7.8.7 The District shall not take any adverse action against a unit member based upon documents which are contained in such unit member's personnel file
unless the materials were placed in the file within forty-five (45) working days of the date when the District knew or should have known of the event
giving rise to the documents.
7.8.8 Human Resources shall, upon written authorization of the unit member, release information and/or forward specified documents from his/her personnel file to parties the unit member designates.
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7.9 Children’s Center Faculty Evaluation Criteria
The College of Marin Children’s Centers are operated under both Title 22, State Licensing Standards for Health and Safety, and Title V, the program standards of the Child Development Division of the State Department of Education. All certified teachers working in the center are required to meet these standards and shall be evaluated accordingly. Unit members being evaluated shall have an opportunity to recommend additional criteria which recognizes the special characteristics of the MCCD Children’s Center.
Evaluation Procedures: Children’s Center Unit Members
7.9.1 Purpose: The purpose of teacher evaluation is to provide feedback to each teacher for the improvement of his/her professional services in working with children, families and community. These evaluations shall be non-punitive.
7.9.2 Frequency: During each year (as required by the State of California), all permanent/probationary and temporary/part-time unit members shall participate in the evaluation process.
7.9.3 Content: The unit member is entitled to a clear, fair and equitable evaluation. The content of the evaluator’s written evaluation must be a summary of the information provided through contractually agreed upon evaluation procedures and instruments.
7.9.4 Evaluation Team Members for Probationary and Temporary/Part-Time CC Unit Members
(a) Evaluators: Peer – Site Supervisor, Assistant Site Supervisor or Teacher
Management – Director of Child Care Programs
(b) UPM Advisor: Named by UPM/AFT to advise evaluee
(c) Evaluee: Unit member being evaluated
7-20
7.9.5 Evaluation Process: Probationary and Temporary/Part-Time CC Unit Members
|
Process |
Team Member |
Responsibility |
Time Line |
|
Professional Self Evaluation/Action Plan |
Evaluee
|
§ Prepares after consultation with peer evaluator § Submits to Director |
By Sept. 15 of each year |
|
Evaluation Report |
Peer Evaluator Director
Director Evaluee UPM Advisor
Director
|
§ With input from peer evaluator, the Director completes the Evaluation Report that includes a final written evaluation summarizing information Provided through the contractually agreed upon evaluation criteria, Procedures and instruments that assesses:
§ Success in meeting the evaluation criteria; § Achievement of outcomes of the self evaluation/action plan; § Suitability for working with children; § Mutual expectations for the future; § Recommendations for improvements, if any.
§ Director meets with evaluee to review the Evaluation Report § Evaluee reviews Evaluation Report with UPM Advisor § Any recommendations for improvement are shown to evaluee § Evaluee reviews with UPM Advisor § Evaluee may attach comments to the report and the UPM Advisor may attach a separate statement before it is submitted to the appropriate District office § Evaluee and UPM Advisor sign off on documents
§ Director makes recommendation concerning re-employment |
1st Year – By Dec. 15
Subsequent Years – By February 15th |
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7.9.6 Evaluation Process: Permanent CC Unit Members
Evaluation Team Members for Permanent CC Unit Members
(a) Evaluators: Peer – Site Supervisor, Assistant Site Supervisor, Lead Teacher or any permanent unit member currently working in the Children’s
Center
(b) UPM Advisor: Named by UPM/AFT to advise evaluee
(c) Evaluee: Unit member being evaluated
|
Process |
Team Member |
Responsibility |
Time Line |
|
Professional Self Evaluation/Action Plan |
Evaluee |
§ Prepares after consultation with peer evaluator
§ Submits to Director |
During Fall Staff Development Flex period
Start of Fall semester each year
|
|
Evaluation Report |
Peer Evaluator Evaluee
Peer Evaluator
Director Peer Evaluator UPM Advisor Evaluee
|
§ Peer evaluator and evaluee meet to conduct peer review to assess: § Success in meeting the evaluation criteria; § Achievement of outcomes of the self evaluation/action plan; § Suitability for working with children; § Mutual expectations for the future;
§ Peer evaluator completes the Evaluation Report that includes a final Written evaluation summarizing information provided through the Contractually agreed upon evaluation criteria, procedures and Instruments and submits to the Director.
§ Director consults with the peer evaluator and UPM Advisor on the status of the evaluee. § Following a review and signoff by the UPM Advisor, the Director may, if necessary, develop specific recommendations for improvement. These are shown first to evaluee who reviews with His/Her UPM Advisor. § Evaluee may attach comments to the report and the UPM Advisor may Attach a separate statement. |
By Feb. 1 each year
By Feb. 15 each year |
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7.9.7 Recommendations for Individual Improvement. If specific recommendations for improvement are developed, Article 7.3.6 of the CBA applies.
7.9.8 Causes for Further Action. Article 7.3.8 of the CBA applies.
7.10 Children’s Center Unit Members – Other Personnel File
In addition to the personnel file kept in Human Resources (referenced in Article 7.8) a Children’s Center teacher is required by Title 22 to have a copy of the following on file in the classroom where he/she is assigned.
(a) Fingerprint and criminal record clearance;
(b) Signed statement of child abuse reporting requirements;
(c) Signed statement of personnel rights;
(d) Copy of TB test clearance – yearly; Doctor’s clearance to work with children.
Except as specified herein, all other provisions of Article 7 do not apply to unit members assigned to the Children’s Center.
7-23
7.2.5 Evaluation Process: Probationary Unit Member - Chart A
The unit member shall be evaluated using the forms, processes and criteria contractually agreed upon, as outlined below:
Note: During each year of service by a probationary unit member there shall be usually one (1) formal written evaluation. The evaluator or evaluee may request a second evaluation be made in the same academic/work year.
|
Process |
Team Member |
Responsibility |
Time Line |
|
A. Performance Observation
Forms: F7.0 (a), (b), (c), (d) – as applicable |
Manager
Manager UPM Advisor Peer Evaluator (if applicable)
Manager UPM Advisor Peer Evaluator (if applicable)
UPM Advisor
Evaluee
|
§ Schedules classroom or other on-the-job visits (e.g. counselors, librarians, School nurse and/or other unit member) at a time acceptable to evaluee
§ Makes classroom or other on-the-job visits jointly
§ Completes applicable form(s)
§ Appointed by UPM/AFT
§ Advises evaluee in all phases of the evaluation
§ Chooses a peer evaluator (permanent unit member) to serve on the team, if Desired
§ Makes the following available to the team: Syllabi Sample of evaluation tool for measuring student progress |
ASAP Fall Semester each probationary year
ASAP Fall Semester each probationary year
During Visits
ASAP Fall Semester each probationary year
On-going
ASAP Fall Semester each probationary year
Prior to Observation
|
7-6
7.2.5 Evaluation Process: Probationary Unit Member – Chart A
The unit member shall be evaluated using the forms, processes and criteria contractually agreed upon, as outlined below:
|
Process |
Team Member |
Responsibility |
Time Line |
B. Student Evaluation
Purpose: To provide each unit member and the evaluator with feedback about student perceptions of his/her teaching.
Form: Student Evaluation Form (SEF 7.0 (e), (f), (g) – as applicable
|
Manager/ Designee OR UPM Advisor |
§ Administers Student Evaluation Form (SEF) - Administered to maximum of two (2) classes containing a different Population of enrolled students. The same student population may be used if the courses are not identical.
§ If administering: - Shall be trained by means of the self-instruction package; - Shall be present during the administration of SEF; - Shall collect all forms at the end of the session.
|
ASAP Fall Semester each probationary year |
|
C. Professional Self Evaluation
Form F7.0 (h) |
Evaluee
Manager UPM Advisor |
§ Shall furnish the Manager and UPM Advisor with a self-evaluation as Provided for on the Professional Self Evaluation Form
§ Reviews Professional Self Evaluation |
First day of Spring non-mandatory flex during each probationary year
Between first day of Spring non-mandatory flex and February 1 each probationary year |
|
D. Statement of Professional Objectives
Form F7.0 (i) |
Evaluee |
§ Consults with Manager, UPM Advisor and prepares for the Manager and UPM Advisor a written statement of his/her professional objectives (as provided for On the “Statement of Professional Objectives.” The objectives shall include: - The positive effects intended for students by the teaching, counseling, library or other services; - The ways in which the evaluee plans to achieve these effects; - Specification by the evaluee of the manner of evaluating the success of these effects. § Responsibility to carry out the plan and submit an initial assessment of its Outcomes utilizing the Professional Self Evaluation Criteria |
Completed prior to September 15 each probationary year
First day of Spring non-mandatory flex during each probationary year |
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7.2.5 Evaluation Process: Probationary Unit Member – Chart A
The unit member shall be evaluated using the forms, processes and criteria contractually agreed upon, as outlined below:
Process |
Team Member |
Responsibility |
Time Line |
|
D. Statement of Professional Objectives (Continued)
Form F7.0 (i) |
Manager UPM Advisor |
§ Reviews Statement of Professional Objectives
§ Reviews Initial Assessment of Outcomes |
After September 15 each probationary year
Between first day of Spring non-mandatory flex and February 1 each probationary year
|
E. Final Written Summary
(Includes information from: Performance Observation, Student Evaluations, Statement of Professional Objectives, and Professional Self Evaluation)
Form F7.0 (k) |
Manager
Evaluee UPM Advisor |
§ Writes a Final Summary Evaluation of the information provided through the Contractually agreed upon evaluation criteria, processes and instruments (Performance Observation, Student Evaluations, Professional Self Evaluation and Statement of Professional Objectives)
Final Written Summary Evaluation includes: - Results from the evaluation processes; - Manager evaluation of indices outside the classroom or job site; - Suggestion for improvement, if any; - Recommendation concerning re-employment
§ Recommendations for Improvement, if made, shall: - Include in-service training to improve job performance; - Explicitly define the District’s expectations and time lines for improvement
§ Meets with the evaluee to show him/her the evaluation
§ Submits all evaluation materials to Human Resources
§ Review Final Written Summary Evaluation together § Evaluee may attach comments to Manager’s Report; UPM Advisor may attach Separate Statement to Manager’s Report
|
No later than February 20 each probationary year
No later than February 20 each probationary year
No later than February 20 each probationary year
By February 20 each probationary year
Prior to February 20 each probationary year |
7-8
7.3.5 Evaluation Process: Permanent Unit Member – Unit Members Evaluated through Performance Observation - Chart B 1
The unit member shall be evaluated using the forms, processes and criteria contractually agreed upon, as outlined below:
Process |
Team Member |
Responsibility |
Time Line |
|
A. Performance Observation
Alternating periods of three (3) years
Form F7.0 (a), (b), (c), (d) – as applicable |
Evaluee
Peer Evaluator
UPM Advisor |
§ Chooses Peer Evaluator and notifies supervising Vice President/Dean
If Peer Evaluator not chosen within 30 days, supervising Vice President/Dean Appoints Peer Evaluator
§ Makes the following available to the Peer Evaluator: - Syllabi - Sample of evaluation tool for measuring student progress
§ Makes classroom or other on-the-job visits (e.g. counselors, librarians, school Nurse and/or other unit member) at a time acceptable to the evaluee
§ Completes applicable form(s)
§ Submits Evaluation Progress Report (Form F7.0 (j)) to supervising Vice President/Dean
§ Appointed by UPM/AFT
§ Advises evaluee in all phases of the evaluation process
|
Within 30 days of notice from the District
Prior to Observation
Beginning of Fall Semester, but no later than November 1
During visits
By December 1
On-going
|
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7.3.5 Evaluation Process: Permanent Unit Member – Unit Members Evaluated through Performance Observation - Chart B 1
The unit member shall be evaluated using the forms, processes and criteria contractually agreed upon, as outlined below:
Process |
Team Member |
Responsibility |
Time Line |
C. Student Evaluation
Forms F7.0 (e), (f), (g), as applicable
|
Peer Evaluator OR UPM Advisor |
§ Administers the Student Evaluation Form (SEF) - Administered to a maximum of two (2) classes containing a different Population of enrolled students. The same student population may be used if the courses are not identical § If administering: - Shall be trained by means of the self-instruction package; - Shall be present during the administration of the SEF; - Shall collect all forms at the end of the session - Provides complete results to the evaluee
|
During the semester
Prior to March 15 |
F. Final Written Summary
(Includes information from Performance Observations and Student Evaluations)
Form F7.0(k)
|
Peer Evaluator
Evaluee UPM Advisor |
§ Writes a Final Summary Evaluation of the information provided through the Contractually agreed upon evaluation criteria, processes and instruments (Performance Observation & Student Evaluations)
Final Written Summary Evaluation includes: - Results from the evaluation processes; - Recommendations for individual improvement, if any;
§ Meets with the evaluee to show him/her the evaluation materials
§ Shows any recommendations for individual improvement to evaluee first
§ Submits all evaluation materials to supervising Vice President/Dean
§ Review Final Written Summary Evaluation and any recommendations for individual improvement with Peer Evaluator
§ Evaluee may attach his/her comments to the report before it is submitted to the appropriate District office; UPM Advisor may attach a separate statement, if he/she desires. |
Prior to April 15
Prior to April 15
Prior to April 15
By April 15
Prior to April 15
Prior to April 15 |
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7.3.5 Evaluation Process: Permanent Unit Member – Unit Members Evaluated through Self Evaluation - Chart B 2
The unit member shall be evaluated using the forms, processes and criteria contractually agreed upon, as outlined below:
Process |
Team Member |
Responsibility |
Time Line |
|
B. Professional Self Evaluation
Alternating periods of three (3) years
Form F7.0 (h)
|
Evaluee
Manager UPM Advisor |
§ Chooses Peer Evaluator and notifies supervising Vice President/Dean
If Peer Evaluator not chosen within 30 days, supervising Vice President/Dean appoints Peer Evaluator.
§ Shall furnish the Manager, Peer Evaluator and UPM Advisor with a self evaluation as provided for on the Professional Self Evaluation Form.
§ Review Professional Self Evaluation |
Within 30 days of notice from the District
By March 15
Between March 15 and May 30
|
C. Student Evaluation
Forms F7.0 (e), (f), (g), as applicable
|
Peer Evaluator OR UPM Advisor
Manager UPM Advisor |
§ Administers the Student Evaluation Form (SEF) - Administered to a maximum of two (2) classes containing a different Population of enrolled students. The same student population may be used if the courses are not identical § If administering: - Shall be trained by means of the self-instruction package; - Shall be present during the administration of the SEF; - Shall collect all forms at the end of the session - Provides complete results to the evaluee
§ Review Student Evaluations |
During the semester
Prior to March 15
Between March 30 and May 30 |
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7.3.5 Evaluation Process: Permanent Unit Member – Unit Members Evaluated through Self Evaluation - Chart B 2
The unit member shall be evaluated using the forms, processes and criteria contractually agreed upon, as outlined below:
G. Final Written Summary
(Includes information from Self Evaluation and Student Evaluations) |
Peer Evaluator
Evaluee UPM Advisor
|
§ Writes a Final Summary Evaluation of the information provided through the Contractually agreed upon evaluation criteria, processes and instruments (Self Evaluation & Student Evaluations)
Final Written Summary Evaluation includes: - Results from the evaluation processes; - Recommendations for individual improvement, if any;
§ Meets with the evaluee to show him/her the evaluation materials
§ Shows any recommendations for individual improvement to evaluee first
§ Submits all evaluation materials to supervising Vice President/Dean
§ Review Final Written Summary Evaluation and any recommendations for individual improvement with Peer Evaluator
§ Evaluee may attach his/her comments to the report before it is submitted to the appropriate District office; UPM Advisor may attach a separate statement, if he/she desires.
|
Prior to April 15
Prior to April 15
Prior to April 15
By April 15
Prior to April 15
Prior to April 15
|
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7.4 – 7.4.3 Evaluation Procedures: Temporary Non-Credit Unit Member – Chart C
|
Process |
Team Member |
Responsibility |
Time Line |
|
A. Performance Observation
Frequency: During 1st year of employment
Form F7.0 (a) |
Evaluee
Peer Evaluator
UPM Advisor |
§ Chooses Peer Evaluator and notifies supervising Vice President/Dean
If Peer Evaluator not chosen by the 2nd Friday of the Quarter, supervising Vice President/Dean appoints Peer Evaluator
§ Makes the following available to the Peer Evaluator: - Syllabi - Sample of evaluation tool for measuring student progress
§ Makes classroom or other on-the-job visits at a time acceptable to the evaluee
§ Completes applicable form(s) – From F7.0(a)
§ Submits Evaluation Progress Report (Form F7.0 (j)) to supervising Vice President/Dean
§ Appointed by UPM/AFT § Advises evaluee in all phases of the evaluation process
|
By the 2nd Friday of the Quarter
Prior to Observation
During Quarter, as arranged
During visits
By the 4th Friday of the Quarter
On-going |
C. Student Evaluation
Frequency: 1st year of employment AND subsequent evaluations (Fall, Winter or Spring Quarters)
Form F7.0(e)
|
Peer Evaluator OR UPM Advisor OR Other Third Party
|
§ Administers the Student Evaluation Form (SEF) - 1st Year – Peer Evaluator administers to a maximum of two (2) classes containing a different population of enrolled students. The same student population may be used if the courses are not identical - Subsequent evaluations – Peer Evaluator OR UPM Advisor OR Third Party administer to at least one (1)course |
During the Quarter |
7-13
7.4 – 7.4.3 Evaluation Procedures: Temporary Non-Credit Unit Member – Chart C
|
Process |
Team Member |
Responsibility |
Time Line |
B. Student Evaluation(Continued)
Frequency: 1st year of employment AND subsequent evaluations (Fall, Winter or Spring Quarters)
Form F7.0(e)
|
Peer Evaluator OR UPM Advisor OR Other Third Party
Peer EvaluatorOR Manager
Manager
|
§ If administering: - Shall be trained by means of the self-instruction package; - Shall be present during the administration of the SEF; - Shall collect all forms at the end of the session - Provides complete results to the evaluee
§ Shares the results of the Student Evaluations with the instructor - 1st year – Peer Evaluator meets with evaluee - Subsequent evaluations – Manager meets with evaluee
§ Makes a recommendation on re-hire (each evaluation period) § Initiates a management/peer evaluation in the following quarter in accordance with Article 7.3 of the CBA, when the results of the Student Evaluations show cause for a possible recommendation to not re-hire
|
Prior to the end of the Academic Year
Prior to the end of the Academic Year
|
|
E. Final Written Summary
(Includes information from performance Observation and Student Evaluations)
Form F7.0(k) |
Peer Evaluator |
§ 1st Year – Writes a Final Summary Evaluation of the information provided through the contractually agreed upon evaluation criteria, processes and instruments ( Performance Observation and Student Evaluations) and submits to the supervising Vice President/Dean by the dates indicated in ‘Time Line’ |
Fall Qtr. – Nov. 15Winter Qtr. – March 31 Spring Quarter – May 31 |
7.4.4 Nursing Home Instructors. Evaluations conducted on a unit member who teaches in nursing homes do not require student evaluations. In the Fall of each year the Activity Director in the nursing home will respond to a set of questions specifically designed for nursing home faculty.
7-14
7.5 – 7.5.2 Evaluation Procedures: Community Service (fee-based) Unit Member – Chart D
|
Process |
Team Member |
Responsibility |
Time Line |
C. Student Evaluation
Frequency: At least one (1) time per year
Form F7.5
|
Third Party
Manager |
§ Administers the Student Evaluation Form (SEF), collects and seals in manila Envelope. Returns envelope to Community Education and Services Department.
§ If administering: - Shall be trained by means of the self-instruction package; - Shall be present during the administration of the SEF; - Shall collect all forms at the end of the session
§ Shares the results of the Student Evaluations with the instructor § Makes a recommendation on re-hire (each evaluation period)
|
By the end of the Quarter
Prior to the end of the Academic Year
|
7-15
7.6 – 7.6.3 Evaluation Procedures: Temporary Credit Unit Member – Chart E
|
Process |
Team Member |
Responsibility |
Time Line |
|
A. Performance Observation
Frequency: 1st semester of employment AND once every six (6) semesters of active service thereafter; May occur in any semester/work year and action dates may be adjusted for Spring evaluation
Second Evaluation: Evaluee or any member of evaluation team may request a second evaluation be made in the same academic/work year.
Additional Evaluation Team Member: An ETCUM/Retired ETCUM may request that the Department Chairperson serve on the evaluation team or he/she may volunteer.
Forms: F7.0 (a), (b), (c), (d) – as applicable |
Manager
Manager UPM Advisor Peer Evaluator (if applicable)
Manager UPM Advisor Peer Evaluator (if applicable)
UPM Advisor
Evaluee
|
§ Schedules classroom or other on-the-job visits (e.g. counselors, librarians, school nurse and/or other unit member) at a time acceptable to evaluee
§ Makes classroom or other on-the-job visits jointly
§ Completes applicable form(s)
§ Appointed by UPM/AFT
§ Advises evaluee in all phases of the evaluation
§ Chooses a peer evaluator (permanent unit member) to serve on the team, if Desired
§ Makes the following available to the team: Syllabi Sample of evaluation tool for measuring student progress
|
ASAP in the Semester
ASAP in the Semester
During Visits
ASAP in the Semester
On-going
ASAP in the Semester
Prior to Observation
|
7-16
7.6 – 7.6.3 Evaluation Procedures: Temporary Credit Unit Member – Chart E
|
Process |
Team Member |
Responsibility |
Time Line |
B. Student Evaluation
Purpose: To provide each unit member and the evaluator with feedback about student perceptions of his/her teaching.
Frequency: 1st semester of employment AND once every six (6) semesters of active service thereafter; May occur in any semester/work year and action dates may be adjusted for Spring evaluation
Form: Student Evaluation Form (SEF 7.0 (e), (f), (g) – as applicable
|
Manager/ Designee OR UPM Advisor |
§ Administers Student Evaluation Form (SEF) - Administered to one (1) randomly selected class
§ If administering: - Shall be trained by means of the self-instruction package; - Shall be present during the administration of SEF; - Shall collect all forms at the end of the session.
|
ASAP in the Semester
|
|
E. Final Written Summary
(Includes information from Performance Observation and Student Evaluations)
Form F7.0 (k) |
Manager |
§ Writes a Final Summary Evaluation of the information provided through the Contractually agreed upon evaluation criteria, processes and instruments (Performance Observation, Student Evaluations)
Final Written Summary Evaluation includes: - Results from the evaluation processes; - Manager evaluation of indices outside the classroom or job site; - Suggestion for improvement, if any; § Recommendation concerning re-employment (each evaluation period)
§ Submits all evaluation materials to Human Resources
|
ASAP in the Semester
ASAP in the Semester
ASAP in the Semester |
7-17
7.6 – 7.6.3 Evaluation Procedures: Temporary Credit Unit Member
|
Process |
Team Member |
Responsibility |
Time Line |
H. Final Written Summary(Continued)
Form F7.0 (k) |
Evaluee UPM Advisor |
§ Review Final Written Summary Evaluation together § Evaluee may attach comments to Managers Report; UPM Advisor may attach Separate Statement to Manager’s Report
|
ASAP in the Semester |
7-18
6-9